Current trends in the labour market range from Great Resignation to Quiet Quitting.
The last few months have been marked by uncertainty, change, permanent transformation and, as a result, an increased stress level resulting from increased tension and emotional exhaustion. Many of us reached our limits, reflected on our previous lives and made numerous decisions for new directions. This had such an effect in the professional field that the number of resignations rose sharply - despite great fears for the future, and employee satisfaction in particular became the focus of attention.
All this is not surprising, as studies show that events that disrupt our usual routines have the potential to trigger major changes.
What is habit discontinuity?
Habit discontinuity characterises situations in which our lives lose stability. Nothing seems really predictable and clear any more, the worst can happen at any time.
The fact that we were already at our breaking point before the pandemic now meant that even the last reserves were completely used up during this time. Not only did the fast-paced, new requirements, processes, solution models and changes make standardised tasks exhausting and new ones had to be learned, but additional issues such as child care, fears about one's own health, family and job, and the organisation of everyday activities also led to an additional workload that should not be underestimated.
Managers were challenged on completely new fronts - caring for employees, individual fates, fears and new, partly also psychological factors...
The manager thus became a coach and has remained one! His field of activity has been expanded. It is now also about using opportunities to retain employees and to be fully involved as a human being.
What process does the employee go through?
There are three phases to staff change: Detachment, Transition, Reintegration. The manager's responsibility is to intervene in time and retain the employee.
The old formula - increase salaries, flexible working hours, more home office - no longer serves to retain employees. The decisive factor in the modern era is job satisfaction. The new question is therefore - how can we design the workplace, the position, the function in such a way that the employee enjoys it?
It doesn't help to philosophise or lament about whether this is "ridiculous" and no one was interested in this in the past. The fact is that the old mechanisms no longer work and we have to rethink - value-free!
Essential questions today on the part of the employees are:
- Was I happy at work every day last week?
- Did I have the opportunity to use my strengths every day?
- Does work give me the opportunity to do what I am good at and love?
Of course, the answer is made even more difficult because there is no clear specification or scaling. Because the assessment of these "soft factors" remains subjective and individual. When is the satisfaction level fulfilled for each individual?
It is your task as a leader to think ahead here, to anticipate developments, to perceive vibrations and to deepen or also avert them.
Coaching can give you the necessary security for dealing with different situations in the short to medium term and support you in creating a stable and joyful environment in the long term through your personality development.
Coaching can support you in a targeted way on your journey to your best version - internally in the company or privately on a personal level. In a clarifying introductory conversation, a modular concept can be developed that optimally accompanies and individually supports you on your path.
Contact me to start your journey into a fulfilled future
Nicole Dildei Coaching email@example.com
+49 157 58 267 427
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